hiring-brief

name	hiring-brief
description	Produce hiring brief for one of 8 roles (Setter / Closer / SDR / Content Manager / Video Editor / Customer Success / VA / Marketing Manager). Scorecard + ideal profile + outreach script + interview questions + 30/60/90-day plan. Revenue-threshold-aware (per the VSL director team model).
signal	{"mode":"linguistic","genre":"hiring-brief","type":"inform","format":"markdown","structure":"w-hiring-brief","receiver":"creator + hiring manager + candidates","receiver_capacity":"medium"}
department	scale
agent_affinity	["scale-head","talent-recruiter"]
required_compartments	{"offer_architecture":50,"operational_intelligence":30}
upstream_dependency	build-sop
execution_mode	interactive
tier	structured_ai
temperature_gate	warm
required_tools	["file_read","file_write"]
required_mcps	["filesystem"]
required_integrations	{"job_boards":"linkedin-jobs-api","ats":"greenhouse-api","crm":"gohighlevel-api"}
credentials_required	["LINKEDIN_ACCESS_TOKEN","GHL_API_KEY"]
evidence_gate	["role_selected","scorecard_5_plus_competencies","ideal_profile_specific","outreach_script_provided","interview_questions_5_plus_rounds","30_60_90_plan_present","revenue_threshold_aligned","signal_score_gte_0_8"]
keywords	["hiring brief","hire setter","hire closer","hire VA","scorecard"]
priority	1
version	1

/hiring-brief — 8-Role Hiring Brief Generator

Role

Produce hiring briefs aligned to the VSL director's Revenue-Threshold Team Model. Lineage: the VSL director (solo → 3-8 → 10-20 → 20-40 A-players + 3-Strike System), the growth engineer (closer-recruitment playbook — headline + VSL + Typeform + 90s selfie + formal interview with role plays + EEOC compliance), the acquisition economist (A-player hiring in a lead-generation canon), Scale department Team Builder.

The Revenue-Threshold Team Model (15-step VSL methodology)

Revenue	Team	Key hires
$0-$30K MRR	Solo + 1 VA	VA (admin/scheduling)
$30K-$100K MRR	+2-3	1 Setter, 1 Video Editor, VA
$100K-$500K MRR	3-8	2 Setters, 1 Closer, 1 Content Mgr, 1 Editor, VA, optional Marketing Mgr
$500K-$1M MRR	10-20	4-6 Setters, 2-3 Closers, 1 SDR, 1 Content Mgr, 1-2 Editors, 1 CS, 1 Marketing Mgr
$1M+ MRR	20-40 A-players	Full team + Ops Manager + Finance

the VSL director rule: don't over-hire. Each role has a revenue threshold. Don't under-hire at scale.

The 8 Role Variants

#	Role	When to hire
1	Setter	When creator spending > 20% time on booking calls
2	Closer	When booking > 30 calls/week
3	SDR / Dialer	When outbound volume > Setter capacity
4	Content Manager	When content production > 10hr/week creator time
5	Video Editor	When Content Mgr exists + editing is bottleneck
6	Customer Success	When >20 active clients
7	VA / Admin	Day 1 — first hire always
8	Marketing Manager	When ad spend > $20K/mo or mixed channel complexity

Output Structure

W(hiring-brief) =
  1. Role Definition + Revenue Threshold Check
  2. Scorecard (5-8 competencies with measurable criteria)
  3. Ideal Profile (background / skills / culture fit)
  4. Compensation Structure (base + commission + bonus)
  5. Outreach Script (LinkedIn / job board copy)
  6. Screening Flow (the growth engineer 5-stage: Headline + VSL + Typeform + 90-sec selfie + Formal Interview)
  7. Interview Questions (5+ rounds of questions)
  8. Role Plays (scenario-based evaluation)
  9. 30/60/90-Day Plan (success milestones)
  10. Compliance + Legal Notes (EEOC, contractor vs employee, state-specific)

Decision Logic

Scorecard Competencies (role-specific)

Setter:

1. Response speed (< 5 min target)
2. Qualification accuracy (>80% booked calls qualify on-call)
3. Show-rate (>70% for booked qualified)
4. CRM discipline (clean data, tagged correctly)
5. Communication (DM tone, reply quality)

Closer:

1. Close rate (25%+ for qualified shows)
2. AOV consistency
3. Follow-up discipline (3-7 touches post no-close)
4. Objection handling depth
5. Discovery quality
6. Refund prevention (<5% refund rate)

Content Manager:

1. Production velocity (weekly post plan executed 95%+)
2. Engagement delta vs baseline
3. Repurposing ratio (1 anchor → 10+ derivatives)
4. Brand voice consistency
5. Platform analytics literacy

[per-role scorecards declared in output]

Compensation Per Role (market-aligned)

Role	Base	Commission	OTE
Setter	$3K-$4K/mo	10% of closed deals from bookings	$60-$120K
Closer	$3K-$5K/mo	15-20% of closed deals	$120-$300K
SDR	$3K-$5K/mo + $25-$50/show	N/A on closes (hand off to closer)	$60-$100K
Content Mgr	$4K-$8K/mo	bonuses on performance	$50-$120K
Video Editor	$2K-$4K/mo or per-video	N/A	$30-$60K
CS	$4K-$6K/mo	retention bonuses	$50-$90K
VA	$1K-$3K/mo	N/A	$15-$40K
Marketing Mgr	$5K-$10K/mo	campaign ROI bonuses	$80-$180K

Adjust by geography (Philippines / India / US / EU).

the growth engineer 5-Stage Screening

1. Headline + VSL (ad/post with video)
2. Typeform application (qualification + DQ criteria)
3. 90-second selfie video task (tests commitment + personality + clarity)
4. Formal Interview with Role Plays (scenario-based evaluation)
5. Paid Trial Week (real work + observation)

The 3-Strike System (15-step VSL methodology)

New hire gets 3 strikes:

• Strike 1: Private correction + documented
• Strike 2: Public (team) correction + documented
• Strike 3: Termination

Keeps standards without emotion-driven firing.

EEOC Compliance (US hires)

• No protected-class questions
• Standard application criteria
• Equal opportunity statement in brief
• Document interview scores objectively

Tacit Principles

1. Hire for the role you have, not the role you want. Don't hire a $200K Marketing Mgr at $50K MRR.

2. VAs first. Always. Frees creator time fastest per dollar.

3. Setter before Closer. Bookings must exist before closes to book.

4. Specific > generic. "3 years coaching sales closer experience at $3-10K AOV" > "sales experience."

5. Commission-heavy for revenue roles. Setter + Closer + SDR should feel revenue through pay.

6. Paid trial > unpaid test. Pay for a week of real work. Unpaid scares A-players away.

7. Role play during interview reveals real skill. Resumes lie. Role plays don't.

8. 30/60/90 plan non-optional. New hire knows success targets. Manager knows evaluation gates.

9. Document everything. 3-Strike system requires paper trail.

10. Don't hire to solve your own chaos. Fix SOP first, then hire into the defined role.

Process

Phase 0 — Load

• company.yaml Compartment 11 (team structure, tech stack)
• Existing SOPs for the role
• reference/operators/vsl-director.md (Revenue-Threshold model + A-player hiring)
• reference/operators/growth-engineer.md (5-stage screening)

Phase 1 — Revenue Threshold Check

Cross-check creator's revenue vs role's threshold. If mismatched, flag.

Phase 2 — Role Definition

What they do, what outcomes, what they report on.

Phase 3 — Scorecard

5-8 competencies with measurable criteria.

Phase 4 — Ideal Profile

Background + skills + culture fit. Specific > generic.

Phase 5 — Compensation

Base + commission + bonus + geography adjustment.

Phase 6 — Outreach Script

LinkedIn / job board post copy. Hook + role + compensation + CTA.

Phase 7 — Screening Flow (the growth engineer 5-stage)

• Headline + VSL brief
• Typeform questions
• 90-sec selfie prompt
• Formal interview questions + role plays
• Paid trial spec

Phase 8 — Interview Questions

5+ rounds of questions per stage.

Phase 9 — Role Plays

3-5 scenario-based tests for the specific role.

Phase 10 — 30/60/90-Day Plan

Week-by-week milestones + KPIs.

Phase 11 — Compliance

EEOC + contractor/employee + state-specific.

Output Format

# Hiring Brief — [Role] — [Creator Brand]

**Role:** [Setter | Closer | SDR | Content Mgr | Video Editor | CS | VA | Marketing Mgr]
**Revenue Threshold Check:** [PASS — at $X MRR, this role is appropriate]
**OTE:** $[N]-$[N]
**Version:** 1.0

---

## 1. Role Definition + Outcome
[what, outcome, who they report to]

## 2. Scorecard (5-8 competencies)
| Competency | Measurable Criteria | Weight |
|---|---|---|
| [Response speed] | < 5 min 95% | 20% |
[...]

## 3. Ideal Profile
- Background: [specific]
- Skills: [list]
- Culture fit: [3-5 traits]
- Deal-breakers: [3-5]

## 4. Compensation
- Base: $[N]/mo
- Commission: [formula]
- Bonus: [triggers]
- OTE: $[N]-[N]
- Geography: [adjustment notes]

## 5. Outreach Script
### LinkedIn Post / Job Board Copy
[hook + role + pay + CTA]

### Direct Outreach DM
[personalized template]

## 6. Screening Flow (the growth engineer 5-stage)

### Stage 1 — Headline + VSL
[ad brief + 60-90s VSL script]

### Stage 2 — Typeform Application
[qualification questions + DQ criteria]

### Stage 3 — 90-Second Selfie Video
[prompt: "Record a 90-second video answering X"]

### Stage 4 — Formal Interview
[5+ questions per round + role plays]

### Stage 5 — Paid Trial Week
[scope + compensation + observation criteria]

## 7. Role Plays (3-5 scenarios)
### Scenario 1 — [Name]
Setup: [...]
Evaluation criteria: [...]

[repeat]

## 8. 30/60/90-Day Plan

### Days 1-30 (Onboarding)
Week 1: shadow + read SOP
Week 2: supervised execution
Weeks 3-4: autonomous w/ daily review

### Days 31-60 (Ramp)
[milestones]

### Days 61-90 (Full Contribution)
[KPI targets]

## 9. Compliance
- EEOC: [equal opportunity statement]
- Contractor vs Employee: [1099 or W-2]
- State-specific: [notes if US]
- Background check: [yes/no]

## 10. 3-Strike System
- Strike 1: private + documented
- Strike 2: team + documented
- Strike 3: termination

---

## Appendix A — Interview scoring rubric
## Appendix B — Role play evaluation sheet
## Appendix C — Onboarding checklist

Important Rules

• NEVER hire without revenue threshold check (over-hiring kills margin).
• NEVER unpaid trial for real work.
• ALWAYS use 5-stage the growth engineer screening for commercial roles.
• ALWAYS document interview scores (3-strike requires paper trail).
• ALWAYS include 30/60/90 plan.
• ALWAYS EEOC-comply for US hires.

Verification Checklist

• Role selected + revenue threshold cross-checked
• Scorecard 5-8 competencies with measurable criteria
• Ideal profile specific
• Compensation structured (base + commission + bonus)
• Outreach script
• 5-stage screening flow
• 5+ interview questions
• 3-5 role plays
• 30/60/90 plan
• Compliance
• Triple-layer S/N ≥ 0.8

Next Skills

• /build-sop — SOP for the role being hired (if not yet exists)
• /retention-check — if CS hire, feeds retention tracking
• /revenue-report — team hires impact P&L

References

• reference/operators/vsl-director.md (Revenue-Threshold Team Model + A-player hiring)
• reference/operators/growth-engineer.md (closer-recruitment playbook — 5-stage screening)
• reference/operators/acquisition-economist.md (a lead-generation canon — hiring standards)

---

v1.0 — 2026-04-19. Cycle 5 Scale.